6 Tips on Organizational Development

“one way to make employees cooperate to any new initiative or changes is by direction of involving them”

Many Organizational Development effort does not turn out as expected for many reasons. While Organizational Development is widely discussed in Business Schools, actual implementation still remains a challenge. So herewith are some general tips on organizational development based on my personal organizational experiences:

“Do not expect everyone to cooperate to any change if they don’t understand the reason why”

Communicate the vision or goal of the change initiative. Employees often fear the unknown; if you define the future and the vision, the change will not be as intimidating. Do not expect everyone to cooperate to any change if they don’t understand the reason why.

Effective Organizational Communication Strategy. The communications strategy must consider seriously communicating any changes which affect employees directly. Employees may resist any changes which they felt has been kept from them. In fact, one way to make employees cooperate to any new initiative or changes is by direction of involving them through interviews. This consultation may make them feel owning the idea, hence any resistance are minimized.

I remembered a program earlier in one company, “Kapehan with the General Manager”. The program happens once a month and employees are given the chance to have coffee with the General Manager to talk anything under the sun.

Communicating the impact of change. “Organizational Change” is often times equated to uncertainty and fear on the part of the employees. But by acknowledging the impact of change on the part of the management will allow the employee to see themselves through the process and thereby minimizing their resistance and would lead them to engage in any change activities.

Acknowledge Employees Concerns and Fears. Concern and fears are real and listening to this fears and concerns on the part of the employees would somehow minimize or even avoid retaliation on their part. In managing change, let’s always recognize that we are dealing with people. People have emotions, and recognizing this fact will earn one a better change agent.

Empower Employees. When you assign roles to individuals you are essentially holding the employees accountable for those roles and tasks. Hence it is but just proper to empower these employees. I remember my former boss’ favorite line before,” You do not give bread knife a person and ask him to cut a Narra tree”.

“rewards can range from simple a “thank you” to bonuses, raises , promotions to a formally structured recognition system”

6.Provide Frequent Rewards. Employees feel good when given recognition for their performances. Any task performed well must be rewarded. These rewards can range from simple a “thank you” to bonuses, raises , promotions to a formally structured recognition system like “ Employee of the Year”,etc. You might consider giving token to your employees, click here for some sample.

I recalled before in the company I worked with, we would organized a trip ( e.g. Visit to a similar company, out of town tour, etc.) for people who did a very job. The trip does not only boast their morale but at the same time it also enhances their knowledge and experience because they are exposed in an outside world.

Organizational development requires an investment of time and money to improve efficiency and expand productivity. Without organizational development company would have a difficult time in developing effective change management programs.

Saying thank you is always an SOP. Most especially when someone is doing something for you. Thank you to someone who did a good job will make them do more or to go further in as much as they know they are appreciated.

Organization being an official group of persons with the common goal/objectives to achieve; everyone in the organization needs to be open. Open to suggestion, comment and ideas of others. Thus, an organization is a social unit that would managed to meet a need to pursue collective goals of all its members

Employees fears change but an effective communication is essential in relaying the vision of the organization. Voicing out their concerns will also help them feel at ease to change and a strong foundation will develop.
-HRM2015

The only constant here on earth is “change”. Whether the employee will accept it not they can’t do anything because change is necessary to strengthen the establishment. It is a matter of communicating the advantages of the said change.

Organizational Development is dealing with change. In order for organizations to survive they must change. However, employees are often resistant to change. To help employers through change, management should. HRM 2015

Organizational development is really pivotal to the companies success. Thus it is only appropriate that the changes be communicated in a manner that the employees do not fear changes. Managers who are openly communicating to their subordinates are being looked up and respected.

Any changes in an organization would mean a change in its member’s responsibilities, the team itself and the processes within the organization. However, if a CHANGE is necessary, the leader or the person overseeing the whole group must be able to relay the pro’s and con’s of the changes to its members in a way that they will feel involved. – HRM2015

Nothing is constant in this world but change itself. In order to keep up with this changes everyone should be involve in all the changes that is all about to happen with open communcication and with the help of the organization surely step by step everyone who is involve can cope up somehow.

Very helpful tips. Managers should realize that the success or failure of a certain change is always dependent on the people who will execute the change – the employees. Therefore, the cause and effect of these changes must be explained to employees the simplest way possible.

Fear of Change is one the problems we always encounter in Organizational Development. Some of our employees are so complacent already that they tend to refuse/reject whenever we implement some changes in the company(i.e. policies, etc.) These tips are very helpful.

Brief explanation to every individual is a big help. I totally agree to these ideas that could help employees accept changes and apply them. Sometimes its hard to teach old dogs new tricks but if we apply these 6 tips of Organizational Development they will certainly embrace changes in no time.

I can tell by experience that what you have listed are true. These are some of the best practices of my former managers and they are very effective. I really look up to managers who have the humility to feel what it’s like to be in their subordinates’ shoes and empower them.

I can tell by experience that what you have listed are true. These are some of the best practices of my former managers and they are very effective. I really look up to managers who have the humility to feel what its like to be in their subordinates’ shoes.

Workshops are very useful processes to develop collective understanding, approaches, policies, methods, systems,and ideas. Storytelling can be a powerful tool when you want to drive organizational change.

organizational change always happens to us at DENR. Especially when we have a new Secretary or Director in the Region. They have different priorities and thrusts for our Department. “old school people” sometimes or rather most of the times cannot adjust to these changes and most of the times they become ineffective especially if the goal for these changes are not clear to them.

These are very helpful tips for business to grow. I think communication is the best tips. It is does not matter if it is for business or relationship. The power of communicating to everybody and listening to what they suggest will makes a big difference.